How big of a CV gap is too big?

How Long Is Too Long for a CV Gap?

Hey everyone,

I’m a 28-year-old graphic designer from Melbourne, and I’m considering moving to London this April with a group of six friends.

To give you some background, I spent most of last year (2024) traveling in South America, which means I’ve been out of full-time design work for about 12 months now. I’m currently freelancing to stay sharp and keep my skills up to date.

If I move to London in April on a two-year work visa but happen to struggle in finding a design job—leading me to return to Melbourne after six months—that would extend my gap in full-time design employment to nearly two years.

For those of you in HR or recruitment, how significant is that gap? I feel like my reason for traveling is understandable, but I worry about my employability when I return to Melbourne if my break becomes too lengthy.

For context, I have 3-4 years of experience in both in-house and agency settings.

(And yes, I know the London creative market is pretty competitive!)

I would really appreciate your insights!

Thanks in advance!

Any good LinkedIn pages for recruiter memes (or) tips?

Looking for some laughs!

Hey everyone!

Recruiting can be quite the ride—one moment it’s incredibly rewarding, and the next it feels like a real challenge. I could really use some humor and relatable content to help me navigate the tough days. Do you have any recommendations for LinkedIn pages that share funny recruiter memes, insightful tips, or anything to lighten the mood? Appreciate your suggestions! Thanks!

ATS Platform for In House Recruitment

Need Help with ATS Solutions for In-House Recruitment

Hi everyone,

I’m reaching out for some advice! I’ve gone through multiple demos of different ATS platforms, but I’m still not getting the clarity I need regarding their processes.

What I really want is a straightforward solution: post a job once, have it automatically listed on Indeed, and then easily view and manage applications through the ATS. Loxo’s chat support mentioned that I’d need to forward all applications via email, which seems inefficient. I don’t need applicant sourcing—just the ability to import and intelligently sort the applications we receive.

I’m looking for a way to streamline my workflow. I work for a company of about 400 employees, and we’re hiring for carer and cleaner positions, which often results in around 600 applications per listing, many of which are unsuitable. I urgently need a system to help sort through these applicants. The demos I’ve seen focus heavily on talent sourcing, but that’s not what I need right now.

I’m completely new to this process, and no one else in the company has experience either. Currently, we’re just using Indeed and handling everything manually. Any insights or recommendations would be greatly appreciated! Thanks!

Tips as VA Recruiter

Advice Needed for VA Recruitment

Hello everyone,

I hope you can assist me on my path as a recruiter. I come from an HR Coordinator background, primarily concentrating on onboarding and HR operations, but I’ve recently transitioned to a startup environment. I would greatly appreciate any tips you might have for recruiting Virtual Assistants, especially for positions like PPC Specialist, Supply Chain Manager, Amazon Operations Specialist, Product Developer, and similar roles. Thank you in advance for your guidance!

Shady Recruiter

Seeking Advice: Recruiter Dilemma

Hi everyone,

I could really use your guidance.

Last year, I signed a 6-month customer service contract through a recruiting agency. Before that, I was working as an analyst and had begun training to transition into tech. During my interview, I expressed my interest in the role being temporary and mentioned to my recruiter that I wanted to pursue a position in tech. She informed me that I would need to complete the contract before being eligible for any tech opportunities they had available.

Two months into the contract, the company started expressing interest in converting me to a full-time position. I always responded with, “I’m glad you like me.”

However, in December, seven months into my contract, I reached out to my recruiter about a tech role I was interested in. Her reaction was surprising and intense—she told me that she couldn’t assist me because I was on an active contract set to convert to full-time, and it wasn’t in her best interest to help. Her exact words were quite lengthy and intense.

When I sought clarification about my contract, which was supposed to end in November, she informed me that it had been extended without my consultation. When I probed further on that, her tone changed dramatically, and she aggressively questioned me, asking, “Are you planning to quit? Are you saying you’ll submit your notice? If you quit, that will be considered job abandonment, and we won’t be able to rehire you.” I was taken aback, and the conversation ended there.

Yesterday, I received a job offer from the company, with a start date as soon as tomorrow. I’m uncertain about how to proceed.

There are other tech positions within the recruiting firm that I’m interested in, but I’m worried I may not be considered due to this situation. I don’t want to accept the job offer only to have to submit a two-week notice later, nor do I want to decline it and miss out on future opportunities.

Just to note, I haven’t been in touch with my recruiter since our conversation in December.

Pay grade higher than job title – but need to leave company, how to reflect this on CV?

Navigating Pay Grade and Job Title on My CV: Seeking Advice

Hello recruiters,

I find myself in a bit of a dilemma and would appreciate your insights. Currently, my responsibilities and salary exceed my official job title. I hold a Manager position in a medium-sized company with about 3,000 employees, where I’ve taken on strategic roles rather than operational tasks. This includes leading strategic planning for my team, collaborating with the Senior Leadership Team to prepare board papers for the executive team, attending senior leadership meetings, and reporting directly to the Director. My salary is reflective of these responsibilities.

Unfortunately, I am looking to leave my current role due to a toxic work environment that has negatively impacted my well-being, causing severe panic attacks and insomnia.

While I’ve been applying for Head of level positions, I often get rejected, possibly due to my current title. However, I am receiving interest for Manager level roles, which are approximately £20k below my current salary. I’m unsure how to effectively showcase my higher-level responsibilities on my CV without coming across as boastful. I’ve attempted to rephrase my experiences, but I’m not satisfied with how it comes off.

I want to be honest, and I can’t simply claim “Head of” as my title, as my references would conflict with that.

Does anyone have recommendations on how to present my experience accurately and compellingly? Thank you in advance!

MONEY V/S CULTURE- WHAT SHOULD YOU PRIORITIZE IN YOUR CAREER DURING HIRING

MONEY VS. CULTURE: WHAT SHOULD BE YOUR FOCUS WHEN CONSIDERING A JOB OFFER?

While money provides financial security and enhances your lifestyle, it cannot make up for a toxic work environment. On the other hand, a positive culture fosters happiness and work-life balance, but may not be sufficient if the salary doesn’t meet your needs.

This was the insight I shared with the mentors at HeyCoach during my mock interviews.

Key Questions to Reflect On:

• What are my current priorities?
• Does this position align with my long-term goals?
• Will I have the opportunity for financial and professional growth?

The ideal job strikes a balance between both aspects. What do you prioritize: salary or workplace culture? Let’s have a conversation!

What features recruiters use on ATS?

What features do recruiters utilize in ATS?

The web is flooded with ATS software packed with numerous features, but which ones do recruiters actually rely on the most?

As I develop my software, my goal is to avoid unnecessary features. I want to focus on incorporating only those tools that genuinely save recruiters time and money.

Is £100k achievable and what did you earn in Y1,Y2 & Y3

Is earning £100k realistic? What were your earnings in Year 1, Year 2, and Year 3?

After spending six years in software and web development, I’ve made the leap to a recruitment role, where the potential for commission is substantial!

So, the burning question is: how much can I realistically earn?

I’ve heard mixed opinions – some assert that reaching £100k is possible, while others disagree.

I would love to hear your experiences with recruitment salaries. Do you believe achieving £100k is attainable after three years of hard work?

Do you still use email to send requests for references?

Are you still sending reference requests via email?

This seems to be particularly relevant for agencies in the UK.

I’ve come across a few agencies that still rely on email for this purpose, including a sizable agency that processes nearly 10,000 requests each year.

I’m curious: is this a common practice? If you’re not using email, what alternatives are you exploring?